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When bringing a new employee on board, you only want to find job candidates who are truly qualified and the right fit for your company. You don’t want to have to sift through an endless pile of resumes and filter through unqualified candidates. Here’s how to write an effective job posting so you can expedite the hiring process and attract the people you want.

See What Competitors are Doing

If you have limited experience with writing job postings, you can get some ideas by checking ads from three or more other competitors within your industry. Pay attention to the job duties they list, keywords they use and the overall structure of their postings. Some job boards to check out are Monster.com and Indeed.com.

Be Specific

When creating your job posting, it’s important that you’re as specific as possible with what you expect from a new hire. You should clearly state if you’re looking for a certain level of education and a particular major. If you want someone with at least three years of experience, then that should be included as well. When it comes to an employee’s responsibilities, you should make a clear outline of what they can expect.

Being specific should weed out the bulk of unqualified candidates and narrow it down to a smaller list of individuals with the necessary skill set that you’re looking for. Another little trick is to say that only candidates who include a certain word in the subject line will be considered. This will ensure that you only receive responses from people who have carefully read through your job posting.

Point Out What’s Unique About Your Company

If there’s something special about your company, it may persuade a desirable candidate to join your company rather than a competitor’s. You can often find top-tier talent by asking yourself, “Why would a job candidate want to work for my company?” This should help you come up with some key points that distinguishes your business from competitors, which you can highlight in your job posting.

Use Sub-headers and Bullet Points

Job seekers may browse through dozens of job postings and don’t usually want to read through paragraph after paragraph of long-winded information. That’s why it’s smart to break down your posting in a way that’s neatly organized and information can be easily digested. A simple way to do this is by incorporating sub-headers and bullet points so qualified candidates can quickly navigate their way through the posting.

Highlight Company Culture

Not only do you want someone with the right knowledge and skillset, you want someone who will fit in. Every company has it’s own distinct culture, and it’s important to attract candidates that mesh with that culture. Accordingly, you should be clear about your company philosophy, working style, etc.

By following a few guidelines, you can craft a job posting that gets a response from the type of people you’re looking for and reduce the number of responses you get from the people you don’t. This should save you time and help you find the perfect fit. To learn more about staffing solutions and streamline the hiring process, please visit us at FlexiCorps.

Believe it or not, despite such a large applicant pool, there are plenty of jobs out there that are hard to fill. In particular, those that are looking to hire for civil engineering, sales, IT, accounting and finance or any skilled trade have a tough time finding the right candidates.

You already know that finding someone qualified for these positions is tough and time consuming, so why not delegate it to the experts?

Certain agencies are dedicated to finding candidates for specific industry-related jobs, which means they already have an extensive candidate pool of vetted, qualified candidates who are ready to take on a new position. This process can save you not only the time of digging and reading through piles of resumes, but also the cost of making – or even replacing – an unqualified or otherwise unfit candidate.

While it may seem like an extra cost, the reality is that agencies can save you a lot of time and money. What often happens with tough, industry-specific positions is that the candidate takes a very long time to find, or is hastily hired and doesn’t last past the six-month mark. At that point you’ve not only wasted time, you’ve also wasted money in on-boarding, training and a salary. That is much more expensive than partnering up with an agency.

These days many people are turning to social media for the job hunt. They aren’t just looking for a job, they are using social media to find out about the company’s brand, culture and work environment to see if they’re a good fit.

Likewise, social media can help you connect with potential hiring managers more quickly and more easily. It also allows you to market your skills in a targeted manner, helping you show those companies you’re a suitable fit.

While social media is an incredible job search tool, don’t hide behind your computer screen, tablet or smart phone! You’ll need to make some phone calls and interview with actual people to really see if it’s a good match.

Look at social media as just one of several tools in your job search. You also should contact staffing agencies about positions, approach companies in which you’re interested and network with people in your field.

The Occupational Safety and Health Act requires employers to protect the safety of their employees. In addition to ensuring the safety of their equipment, employers must train employees on the equipment and the different hazards involved in the workplace. These training’s serve a number of purposes, both risk and health related, but are for the overall good of the company and its employees.

Temporary workers are generally in a difficult position when it comes to workplace safety. Temp workers often work in the most hazardous conditions and may not receive the same level of training and experience with equipment as full-time employees. Employers may assume that outside groups like staffing agencies or previous employers will have adequately prepared temp workers for workplace safety hazards, or they may not just be in a position to offer the same comprehensive training.

Either way, OSHA has recognized the unique situations faced by temporary workers, and is making an effort to protect these workers in the workplace. The organization is teaming up with the American Staffing Association, an organization that represents the interests of staffing and recruiting agencies across the country.

After hiring a new employee, there is a transition process that can be difficult at times. To streamline this process and lay the groundwork for success, it’s important to have an effective onboarding procedure in place. Doing so is beneficial because new employees are likely to be more productive, and there’s often a higher retention rate. Here are some ways to ensure that new hires get started out on the right foot.

Provide an Employee Handbook

To begin, it’s smart to create an employee handbook that new hires can go over to get up-to-speed and reference whenever they need to. This doesn’t necessarily have to be elaborate, but should cover the basics and answer any frequently asked questions that new employees may have. Some topics you may want to cover include:

The new year is the perfect time to evaluate and reflect, and also to make positive changes. If you are thinking about changing jobs, there is no better time than now to start. Heading into 2016, here are some things you can do to improve your chances of landing your dream job.

Develop a Social Media presence. Employers are increasingly turning to social media to connect with and screen potential candidates. If you want to connect with employers, it is crucial that you develop a presence on sites like Facebook, Twitter and LinkedIn. A personal website or blog can also be helpful. Use these sites to describe yourself, display your work, communicate with like-minded individuals, and discover new opportunities.

Heading into 2016, the workplace is seeing some definite trends and areas of change. Here are just a few of the trends to watch for in the coming year.

Generation Z enters the workforce. Just as employers are beginning to understand ways to attract members of Generation Y, a new generation of workers is approaching. Generation Z, defined as those born between 1994 and 2010, are beginning to graduate college and make their way into the work place. They will be prime targets also for companies looking to recruit high schoolers and college students into internship opportunities. Getting individuals into the fold in high school or college helps to attract the best talent and ensure a more skilled workforce. Continue reading

Winter is nearly upon us, which means colder weather, holiday music, and skiing. It also brings with it new workplace hazards, with snow and ice raising concerns about slip and falls.

Slip and falls on snow and ice may seem like inevitable hazards of the season, but they can be especially dangerous and very costly. There are many steps employers can take to help reduce the workplace risks that arise during the winter. Employers should start planning early and follow these steps to help avoid dangerous and costly injuries.

Develop a snow removal plan. Well before the first snow fall, employers should make sure they have a comprehensive plan in place for removing snow. In addition to clearing roadways and parking lots, make sure someone is assigned to clear all walkways, steps, ramps and entrances. These people should also be prepared to salt or sand all walkways, parking lots and entrances whenever there is any accumulation. Continue reading

Teamwork among employees is important for creating a positive company culture and for establishing trust and rapport. The long-term impact is often an efficiently run workplace and a high level of productivity. Here are three team building exercises that should strengthen relationships and improve teamwork without boring your staff in the process.

1) Back-to-Back Drawing

This is a simple activity that only requires a picture of a simple image, a pen and some paper. Break your staff into pairs and have each pair sit back-to-back. Give one person the picture of a simple image and the other person the pen and paper. It’s the job of the person with the picture to describe the image without the other person seeing it.

As a business owner or human resources manager, you know that hiring takes a lot of time. Because of this, many companies opt to partner with a staffing agency to help them fill their open positions. However, not all staffing agencies are created equal. That’s why it’s your job to ask the right questions so that you find the agency that best fits your needs.

Below you’ll find five questions you can use to measure whether or not a staffing agency will work for you.

What are your specialties?

While many staffing agencies offer a broad range of services, they still typically have certain niche specialties. In other words, they may have a certain expertise in one or two industries.

There are also agencies who forgo offering a wide range of services and instead opt for staffing one kind of personnel. For example, some agencies specialize in accounting jobs while others specialize in medical staffing.

By asking agencies what they specialize in, you’ll be able to better gauge whether or not their services are in-line with what your company needs.

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We offer job seekers a robust mix of long-term temporary, temporary-to-hire and direct-hire opportunities. Positions span the clerical, administrative, industrial and technical fields. We take pride in helping job seekers to find just the right opportunities for their particular background and skill set.